DIVERSITY MANAGEMENT POLICIES

Diversity Management Policies

Diversity Management Policies

Point

Historically, diversity in the workplace has been recognized as an employment equity issue. Now, however, diversity in the workplace is being recognized as a benefit that will contribute to an organization's bottom line. Increased employee and customer satisfaction end up as increased productivity, all of which are measurable outcomes (Arend 2002 46-712). Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, one that stimulates employee creativity and innovativeness.

To create an organizational culture that supports workforce diversity involves several important elements. These elements include a needs analysis, administrative and management support and commitment, education and training, culture and management systems changes and continuous follow-up and evaluation. Needs Analysis In many of my resources, a needs analysis was the second crucial element after senior management support and commitment. I feel a needs analysis should be prepared first to provide information to senior management in sequestering their support as well as to adequately determine workforce and organizational needs for creating a diverse workplace. First, find out what employees are concerned about. Most often used for this are focus groups and surveys. The needs and expectations of a diverse workforce can vary by organizational and functional levels, location, ethnicity, and gender (Venkatraman 2004 73-87). Second, determine the needs of the organization. By asking certain questions, an organization can determine its needs based on its culture and resources (Grossman 2002 4-16). Does the organization have trouble retaining employees who would add to its diversity? In an organization with diversity, which, if any, areas of the workforce are being treated inappropriately? Has the organization impressed upon its leaders and managers the benefits that come from managing diversity appropriately? By using a survey that focuses on these questions you can ascertain where administration and management feel the organization presently is regarding diversity.

Key Elements

Before an organization hires an outside trainer, it should thoroughly review the trainer's credentials. Ask for references, and follow up on them. It's also wise to ask candidates to prepare a proposal that outlines how they will link their training to the organizational culture and business strategy. The advantage of internal trainers is that they understand the organization's culture and can manage the training process (Dixon 2004 93-108).

Having training programs conducted by a diverse group of trainers produces a more relevant, creative product and one that demonstrates the organization's value of diversity (Kanter 2003 101-104). Mandatory training across all levels sends a convincing message about the organization's commitment to diversity and increases the likelihood that what lower-level employees learn will be role-modeled and reinforced by their managers. Findings clearly indicate that it is the attendance of managers, not employees, that makes the most positive impact on training outcomes (Cox and Blake 2001 45-56). If the training is not relevant to the needs of the workforce, more harm than good may occur. For example, an organization that had a large gay and lesbian population decided to conduct ...